To Study Health Safety and Welfare Measures in Tata Research Report Hr 125 Page (2)

RESEARCH PROJECT REPORT ON

“A STUDY OF EMPLOYEES AWARENESS & COMPLIANCE TOWARDS VARIOUS SAFETY MEASURE (A CASE OF TATA MOTORS)” SESSION :( 2015-2016)

Submitted in partial fulfillment for the award of degree of MASTER OF BUSINESS ADMINISTRATION

Dr. A.P.J. ABDUL KALAM UNIVERSITY, Lucknow Research Project Report (NMBA 045) UNDER GUIDANCE OF: SUBMITTED BY: MR.GAURAV SAXENA DEEKSHA KHANNA (FACULTY MEMBER-PROJECT GUIDE) NO:MBA: IV SEMESTER

ROLL

FUTURE INSTITUTE OF MANAGEMENT AND TECHNOLOGY, BAREILLY

DECLARATION

I “Deeksha Khanna” hereby declare that the work which is being presented in this report entitled “A STUDY OF EMPLOYEES AWARENESS & COMPLIANCE TOWARDS VARIOUS SAFETY MEASURES ” is an authentic record of my own work carried out under the supervision of Mr. Gaurav Saxena

The matter embodied in this report has not been submitted by me for the award of any other degree.

Dated: Place: Deeksha Khanna MBA-IInd Year.

:

ACKNOWLEDGEMENT

To accomplish a project it involves a lot of effort and contribution from a number of people. It is thus an opportunity for me to thank those people who have helped me generously in the completion of this project. Exchange of ideas generates a new object to work in a better way. Apart from the ability, labour and time devotion; guidance and cooperation are the two pillars for the success of the project, whenever a person is helped or cooperated by others his/her heart is bound to pay gratitude to them. On the completion of this research report. I am immensely thankful to APJ Abdul Kalam University, which has provided me with this opportunity .I am also thankful to Future Institute of Management and technology, FIMT, Bareilly, and all the respective fraternity for their valuable time, support, enthusiasm, guidance and keen interest shown to me during the project. I deliberate my profound sense of gratitude to all the supporting hands. I am also thankful to my parents who have persuaded me to undergo this course.

DEEKSHA KHANNA

TABLE OF CONTENTS

Chapters

Title

Page No.

I.

Introduction

1

II.

Objectives

25

III.

Scope of the study

27

IV.

Literature Review

29

V.

Importance of study

67

VI.

Research Methodology

73

VII.

Data Analysis

84

VIII.

Recommendations

115

IX.

Conclusions

118

X.

Annexure

120

CHAPTER-I INTRODUCTION

1

INTRODUCTION

Tata Group is an Indian multinationalconglomerate company headquartered in Mumbai, Maharashtra, India. It is one of the largest conglomerates in India by market capitalizationand revenue. It has interests in communications and information technology, engineering, materials, services, energy, consumer products and chemicals. Tata Group has operations in more than 80 countries across six continents and its companies export products and services to 80 nations. It comprises 114 companies and subsidiaries in eight business sectors, 27 of which are publicly listed. 65.8p% of the ownership of Tata Group is held in charitable trusts. Companies which form a major part of the group include Tata Steel(including Tata Steel Europe), Tata Motors

(including Jaguar and Land Rover), Tata

Consultancy Services, Tata Technologies, Tata Tea (including Tetley), Tata Chemicals, Titan Industries, Tata Power, Tata Communications, Tata Sons, Tata Teleservices and the Taj Hotels. The group takes the name of its founder, Jamsedji Tata, a member of whose family has almost invariably been the chairman of the group. The current chairman of the Tata group is Ratan Tata, who took over from J. R. D. Tata in 1991. The company is currently in its fifth generation of family stewardship. The group has more than 100 companies and Tata Sons is the promoter of all key Tata companies and holds the bulk of shareholding in these companies. The chairman of Tata Sons has traditionally been the chairman of the Tata group. About 66% of the equity capital Of Tata Sons is held by philanthropic trusts endowed by members of the Tata family. The 2009, annual survey by the Reputation Institute ranked Tata Group as the 11th most reputable company 2

in the world. The survey included 600 global companies. The Tata Group has helped establish and finance numerous quality research, educational and cultural institutes in India. The group was awarded the Carnegie Medal of Philanthropy in 2007 in recognition of its long history of philanthropic activities. Tata gets more than 2/3 of its revenue from outside India. In June 2011, based on market value Tata Group has become India's wealthiest group with $98.7 billion.

Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. The welfare measures need not be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families. Labor welfare entails all those activities of employer, which are directed towards providing the employees with certain facilities and services.

3

This study would give an overview of the health and safety measures existing at TATA GROUP. Since health and safety are two important elements essential for improving the productivity of an organization, a study on the existing health and safety measures would help the organization to perform better. This study would throw light on the perception of the workers regarding health and safety. India ltd can identify the areas where it can be improved, so as to improve the performance of the workers. This study would also help to analyze the satisfaction level of the workers towards health and safety measures and suggest provisions to improve health and safety.

The reasons behind me choosing this company for doing the project are: Tata Group is an Indian multinationalconglomerate company headquartered in Mumbai, Maharashtra, India. It is one of the largest conglomerates in India bymarket capitalization and revenue. It has interests in communications and information technology, engineering, materials, services, energy, consumer products and chemicals. Tata Group has operations in more than 80 countries across six continents and its companies export products and services to 80 nations. It comprises 114 companies and subsidiaries in eight business sectors, 27 of which are publicly listed. 65.8% of the ownership of Tata Group is held in charitable trusts. Companies which form a major part of the group include Tata Steel(including Tata Steel Europe), Tata Motors (including Jaguar and Land Rover). Tata Consultancy Services, Tata Technologies, Tata Tea (including Tetley), Tata Chemicals, Titan Industries, Tata Power, Tata Communications, Tata Sons, Tata Teleservices and theTaj Hotels.

4

India's largest industrial conglomerate, Tata Group comprises more than 90 companies with activities ranging from manufacturing and chemicals to consumer products and business services. Its Tata Steel unit is India's largest private steelmaker, while Tata Power is the nation's largest private power utility. Tata Motors makes the world's most inexpensive car -- the Nano – and owns the Land Rover and Jaguar automobiles. Other units include Tata Communications (international telephone network services), Tata Consultancy Services (outsourced business services), and Tata Global Beverages (one of the top tea producers and owner of the venerable Tetley brand). Tata Group is managed through holding company Tata Sons.Tata companies operate in seven business sectors. This section details the companies and the business sectors they belong to, the products and services they offer, an overall roster of all Tata companies, and the mergers and acquisitions that Tata enterprises have been involved in since 2000.

The beginning of the Tata Group can be traced back to 1868, when JamsetjiNusserwanji Tataestablished a trading company dealing in cotton in Bombay (now Mumbai), British India. This was followed by the installation of 'Empress Mills' in Nagpur in 1877. TajHotel in Bombay 5

(now Mumbai) was opened for business in 1903. Sir Dorab Tata, the eldest son of Jamsetji Tata became the chairman of the group after his father's death in 1904. Under him, the group ventured into steel production (1905) and hydroelectric power generation (1910). After the death of Dorab Tata in 1934, NowrojiSaklatwala headed the group till 1938. He was succeeded by JahangirRatanjiDadabhoy Tata. The group expanded significantly under him with the establishment of Tata Chemicals (1939), Tata Motors, Tata Industries (both 1945), Voltas(1954), Tata Tea (1962), Tata Consultancy Services (1968) and Titan Industries (1984). Ratan Tata, the incumbent chairman of the group succeeded JRD Tata in 1991. The beginning of the Tata Group can be traced back to 1868, when JamsetjiNusserwanji Tata established a trading company dealing in cotton in Bombay (now Mumbai), British India. This was followed by the installation of 'Empress Mills' in Nagpur in 1877. TajMahal Hotel in Bombay (now Mumbai) was opened for business in 1903. Sir Dorab Tata, the eldest son ofJamsetji Tata became the chairman of the group after his father's death in 1904. Under him, the group ventured into steel production (1905) and hydroelectric power generation(1910). After the death of Dorab Tata in 1934, NowrojiSaklatwala headed the group till 1938. He was succeeded by JehangirRatanjiDadabhoy Tata. The group expanded significantly under him with the establishment of Tata Chemicals (1939), Tata Motors, Tata Industries (both 1945), Voltas(1954),

Tata Tea (1962), Tata Consultancy Services (1968) and Titan Industries (1984).Ratan Tata, the incumbent chairman of the group succeeded JRD Tata in 1991.

6

Tata Group is one of India's largest and most respected business groups. Tata Group's name is synonymous with India's industrialization. The Group gave India her first steel plant, hydroelectric plant, inorganic chemistry plant and created a reservoir of scientific and technological manpower for the country. Its Trusts have instituted the Tata Institute of Social Sciences in 1936; India's first cancer hospital, the Tata Memorial in 1941, and in 1945, the Tata Institute of Fundamental Research, which became the cradle of India's Atomic energy program. Today, Tata Group comprises 96 operating companies in seven business sectors: information systems and communications; engineering; materials; services; energy; consumer products; and chemicals. JamsetjiNusserwanji Tata laid the foundations of Tata Group when he started a private trading firm in 1868. In 1874, he set up the Central India Spinning Weaving and Manufacturing Company Limited and thus marked the Group's entry into textiles. In 1887, Jamsetji Tata formed a partnership firm, Tata & Sons, with his elder son Sir Dorabji Tata and his cousin RatanjiDadabhoy Tata. His younger son Sir Ratan Tata joined the firm in 1896. In 1902, the Indian Hotels Company was incorporated to set up the TajMahal Palace and Tower, India's first luxury hotel, which opened in 1903. The Tata Iron and Steel Company (now known as Tata Steel) was established to set up India's first iron and steel plant in Jamshedpur. The plant started production in 1912. In 1910, Tata Hydro-Electric Power Supply Company, (now Tata Power) was set up. In 1917, Tata Oil Mills Company was established to make soaps, detergents and cooking oils. In 1932, Tatas entered aviation sector with the establishment of Tata Airlines. In 1939, Tata Chemicals, presently, the largest producer of soda ash in India, was established. In 1945, Tata Engineering and Locomotive Company (renamed Tata Motors in 2003) was established to manufacture locomotive and engineering products. In 1954, India's majormarketing, engineering and manufacturing organization, Voltas, was established. In 1962, 7

Tata Finlay (now Tata Tea), one of the largest tea producers, was established. In 1968, Tata Consultancy Services (TCS), India's first software services company, was established as a division of Tata Sons. In 1970, Tata McGraw-Hill Publishing Company was created to publish educational and technical books. In 1984, Titan Industries, a joint venture between the Tata Group and the Tamil Nadu Industrial Development Corporation (TIDCO), was set up to manufacture watches. In 1996, Tata Teleservices (TTSL) was established to lead the Group's foray into the telecom sector. In 1998,

Tata Group of Companies Main article: List of entities associated with Tata Group 8

Tata Group

Bombay House, the head office of Tata Group

Tata Bus

9

Tata Nano

TATA Tea

Himalyan – Tata Mineral Water

10

This section lists the Tata companies and details their business:

Chemicals 

Tata Chemicals



Rallis India



Tata Pigments Limited



General Chemical Industrial Products



Brunner Mond



Advinus Therapeutics



Magadi Soda Company

Consumer Products 

Tata Salt



I-shakti



Casa Décor



Tata Swach 11



Tata Global Beverages



Eight O'Clock Coffee



Tata Ceramics



Infiniti Retail (Cromā)



Tata Tea Limited is the world's second largest manufacturer of packaged tea and tea products.



Tetley



Tata Coffee



Tata Industries



Titan Industries



Trent (Westside)



Tata Sky



TajAir



Tata International Ltd.



Tanishq 12



Tata Refractories



Westland

Energy 

Tata Power is one of the largest private sector power companies.



Tata BP Solar, a joint venture between Tata Power and BP Solar



Hooghly Met Coke and Power Company



Jamshedpur Utilities and Services Company



North Delhi Power



Powerlinks Transmission



Tata Power Trading



Tata Projects

Engineering

13



TAL Manufacturing Solutions



Tata AutoComp Systems Limited (TACO)



Hispano Carrocera



Tata Motors, manufacturer of commercial vehicles (largest in India) and passenger cars



Jaguar and Land Rover



Tata Daewoo Commercial Vehicle



Tata Projects



Tata Consulting Engineers Limited



Tata Cummins



Telco Construction Equipment



TRF



Voltas, consumer electronics company



Voltas Global Engineering Centre



Tata Advanced Materials

14



Tata Advanced Systems



Tata Motors European Technical Centre



Tata Petrodyne



Tata Precision Industries



Telco Construction Equipment

Information Systems and Communications 

Computational Research Laboratories



INCAT



Nelco



Nelito Systems



Tata Business Support Services



Tata Consultancy Services Ltd. (TCS) is Asia's largest software company.

15



Tata Elxsi



Tata Interactive Systems



Tata Technologies Limited



Tata Teleservices



Virgin Mobile India



Tata Communications



CMC Limited



VSNL International Canada



Tatanet, Managed connectivity and VSAT service provider



Tata Teleservices



Tata Teleservices (Maharashtra)

16

Services 

Tata Sons



The Indian Hotels Company



Ginger Hotels



Roots Corporation



Landmark



Tata Housing Development Company Ltd. (THDC)



Tata Limited



TATA AIG General Insurance



TATA AIG Life Insurance



Tata AG



Tata Asset Management



Tata Financial Services



Tata Capital

17



Tata International AG



Tata Investment Corporation



Tata Advanced Systems Limited



Drive India Enterprise Solutions



Mjunction services



Tata Quality Management Services



Tata Realty and Infrastructure Limited



Tata Interactive Systems



Tata Africa Holdings



Tata AutoComp Systems



Tata Industrial Services



Tata NYK



Tata Services



Tata Strategic Management Group

18

Steel 

Tata Steel



Tata Steel Europe



Tata Steel KZN



Tata Steel Processing and Distribution



JAMIPOL



NatSteel Holdings



Tata BlueScope Steel



Tata Metaliks



Tata Sponge Iron



Tayo Rolls



The Tinplate Company of India



TM International Logistics

19

Philanthropy The Tata Group has helped establish and finance numerous quality research, educational and cultural institutes in India. The Tata Group was awarded the Carnegie Medal of Philanthropy in 2007 in recognition of the group's long history of philanthropic activities. Some of the institutes established by the Tata Group are: 

Tata Institute of Fundamental Research



Tata Institute of Social Sciences



Indian Institute of Science



National Centre for Performing Arts



Tata Management Training Centre



Tata Memorial Hospital



Tata Football Academy



Tata Cricket Academy



Tata Trusts, a group of philanthropic organizations run by the head of the business conglomerate Tata Sons[16]

20



The JRD Tata Eco technology Centre



The Energy and Resources Institute (earlier known as Tata Energy and Research Institute) – a non-governmental research institute.

Ratan Tata, the chairman of Tata Group.

One Tata project that brought together Tata Group companies (TCS, Titan Industries and Tata Chemicals) was developing a compact, in-home water-purification device. It was called Tata swach which means “clean” in Hindi and would cost less than 1000 rupees (US $21). The idea of Tata swach was thought of from the 2004 tsunami in the Indian Ocean, which left thousands of people without clean drinking water. This device has filters that last about a year long for a family of five. It is a low-cost product available for people who have no access to safe drinking water in their homes.[19] The advantage of this device is that it does not require the use of electricity. TCS also designed and donated an innovative software package that teaches illiterate adults how to read in 40 hours. “The children of the people who have been through our literacy program are all in school,” says Pankaj Baliga, global head of corporate social responsibility for TCS.

21

In 1912, Tata Group expanded their CEO’s concept of community philanthropy to be included in the workplace. They instituted an eight-hour workday, before any other company in the world. In 1917, they recommend a medical-services policy for Tata employees. The company would be among the first worldwide to organize modern pension systems, workers’ compensation,maternity benefits, and profit-sharing plans.

Trusts created by Tata Group control 65.8% of company shares, so it can be said that about 66% of the profits of Tata Group go to charity. The charitable trusts of Tata Group fund a variety of projects, for example the Tata Swach and the TCS project. They founded and still support such cherished institutions as the Indian Institute of Science, Tata Institute of Fundamental Research, the National Centre for the Performing Arts and the Tata Memorial Hospital. Each Tata Group company channels more than 4 percent of its operating income to the trusts and every generation of Tata family members has left a larger portion of its profit to them. After the Mumbai attacks, Salaries of then heavily attackedTaj Hotel employees were paid despite the hotel being closed for reconstruction. About 1600 employees were provided food, water, sanitation and first aid through employee outreach centres. RatanTata personally visited families of all the employees that were affected. The employee’s relatives were flown to Mumbai from outside areas and were all accommodated for 3 weeks. Tata also covered compensation for railway employees, police staff, and pedestrians. The market vendors and shop owners were given care and assistance after the attacks. A psychiatric institution was established with the Tata Group of Social Science to counsel those who were affected from the attacks and needed help.

22

Tata also granted the education of 46 children of the victims of the terrorist attacks.

Controversies, and Environmental record Despite their public commitment to philanthropy the Tata group has attracted several controversies. Here are some:

Munnar, Kerala The Kerala Government had filed an affidavit in the high court saying that Tata Tea had 'grabbed' forest land of 3,000 acres (12 km2) at Munnar. The Tatas, on the other hand, say they possess 58,741.82 acres (237.7197 km2) of land, which they are allowed to retain under the Kannan Devan Hill (Resumption of Lands) Act, 1971, and there is a shortage of 278.23 hectares in that. Ex.Chief Minister of KeralaV.S. Achuthanandan, who vowed to evict all government land in Munnar formed a special squad for the Munnar land takeover mission. However, later he had to

23

abort the mission as there were many other influential land grabbers and faced opposition from his own party.

Kalinganagar, Orissa On 2 January 2006, policemen at Kalinganagar, Orissa, opened fire at a crowd of tribal villagers. The villagers were protesting the construction of a compound wall on land historically owned by them, for a Tata steel plant. Some of the corpses were returned to the families in a mutilated condition. When pushed for comment, TATA officials said the incident was unfortunate but that it would continue with its plans to set up the plant.

Dow Chemical, Bhopal Gas Disaster

24

In November 2006, survivors of the Bhopal gas disaster were outraged by Ratan Tata’s offer to bail out Union Carbide and facilitate investments by Carbide’s new owner Dow Chemical. Tata had proposed leading a charitable effort to clean-up the toxic wastes abandoned by Carbide in Bhopal. At a time when the Government of India has held Dow Chemical liable for the clean-up and requested Rs. 100 crores from the American MNC, survivor’s groups felt that Tata’s offer was aimed at frustrating legal efforts to hold the company liable, and motivated by a desire to facilitate Dow’s investments in India.

Supplies to Burma’s military regime Tata Motors reported deals to supply hardware and automobiles to Burma’s oppressive and antidemocratic military junta has come in for criticism from human rights and democracy activists. In December 2006, Gen. ThuraShwe Mann, Myanmar’s chief of general staff visited the Tata Motors plant in Pune. In 2009, TATA Motors announced that it would press ahead with plans to manufacture trucks in Myanmar.

Land acquisition in Singur The Singur controversy in West Bengal led to further questions over Tata’s social record, with protests by locals and political parties(though the involvement of Mamata Banerjee's party is 25

widely criticized as an act for political gains) over the forced acquisition, eviction and inadequate compensation to those farmers displaced for the Tata Nano plant. As the protests grew, and despite having the support of the Communist Party of India (Marxist)state government, Tata eventually pulled the project out of West Bengal, citing safety concerns. The Singur controversy was one of the few occasions when Ratan Tata was forced to publicly address criticisms and concerns on any environmental or social issue. Ratan Tata subsequently embraced NarendraModi, the Chief Minister of Gujarat, who quickly made land available for the Nanoproject.

Dhamra Port On the environmental front, the Port of Dhamara controversy has received significant coverage, both within India and in Tata’s emerging global markets.The Dhamra port, a venture between Tata Steel and Larsen & Toubro, has come in for criticism for its proximity to the Gahirmatha Sanctuary and Bhitarkanika National Park, from Indian and international organisations, including Greenpeace. Gahirmatha Beach is one of the world’s largest mass nesting sites for the Olive Ridley Turtle and Bhitarkanika is a designated Ramsarsite and India’s second largest mangrove forest. TATA officials have denied that the port poses an ecological threat, and stated that mitigation measures are being employed with the advice of the IUCN. On the other hand, conservation organisations, including Greenpeace, have pointed out that no proper Environment Impact Analysis has been done for the project, which has undergone changes in size and 26

specifications since it was first proposed and that the port could interfere with mass nesting at the Gahirmtha beaches and the ecology of the Bitharkanika mangrove forest. Protests by Greenpeace to Dhamra Port construction is also alleged to be less on factual data and more on hype and DPCL's (Dhamra Port Company Limited) response to Greenpeace questions harbours on these facts.

Soda extraction plant in Tanzania Tata group, along with a Tanzanian company, joined forces to build a soda ash extraction plant in Tanzania. The Tanzanian government is all for the project. On the other hand, environmental activists are opposing the plant because it would be near Lake Natron, and it could possibly affect the lake's ecosystem and its neighbouring dwellers. Tata was planning to change the site of the plant so it would be built 32 km from the lake, but the opposition still thinks it would negatively disturb the environment. It could alsojeopardize the Lesser Flamingo birds there, which are already endangered. LakeNatron is where two thirds of Lesser Flamingos reproduce. Producing soda ash involves drawing out salt water from the lake, and then disposing the water back to the lake. This process could interrupt the chemical makeup 27

of the lake. Twenty-two African nations are against the creation of the project and have signed a petition to stop its construction.

CHAPTER-II 28

OBJECTIVES

OBJECTIVE:

Every project report is carried out with some specific OBJECTIVE in mind. Objective is basically the purpose behind conducting a project and unless the objective is certain or defined it is not understood what data has to be collected. Objectives of the project are nothing but what is to be learned out of this project report.

1. To study the safety, health and welfare measure in

29

2. To understand the various measures of safety, health and welfare in Tata. 3. To understand how effective is safety and health measures for the employees and workers. 4. With a target of zero accident enshrined as a key objectives. 5. Health and safety of employees at Tata distribution sites is the no. one priority for business. 6. Tata aims to continuously improve safety performance and ensure safety operating practice.

CHAPTER-III 30

SCOPE OF STUDY

SCOPE OF STUDY: Health and safety specification gives requirements for an occupational health and safety. Health and safety measures specification is applicable to any organization that wishes to: 

Establish health and safety management system to eliminate or minimize risk to employees and other interested parties.



Implement, maintain and continually improve safety and management system.

31



Make a self-determination and declaration of conformance with health and safety specification.

This study tells us how much employees are satisfied and what are factors which affect employees to leave organization.

CHAPTER-IV 32

LITERATURE REVIEW

Training theory: Health, Safety And Welfare in the Workplace

Introduction The Workplace (Health, Safety and Welfare) Regulations 1992 cover a wide range of basic health, safetyand welfare issues and apply to most workplaces (with the exception of thoseworkplaces involving construction work on construction sites, those in or on a ship, or those below ground at a mine). They are amended by the Quarries Regulations 1999, the Health and 33

Safety (Miscellaneous Amendments) Regulations 2002, the Work at Height Regulations 2005, and the Construction (Design and Management) Regulations 2007.

Requirements under these Regulations Employers have a general duty under section 2 of the Health and Safety at Work etc. Act 1974 toensure, so far as is reasonably practicable, the health, safety and welfare of their employees at work. People incontrol of non-domestic premises have a duty (under section 4 of the Act) towards people who are nottheir employees but use their premises. The Regulations expand onthese duties and are intended to protect the health and safety of everyone in the workplace, andensure that adequate welfare facilities are provided for people at work. These Regulations aim to ensure that workplaces meet the health, safety and welfare needs of all members of a workforce, including people with disabilities. Several of the Regulations requirethings to be 'suitable'. Regulation 2(3) makes it clear that things should be suitable for anyone.This includes peoplewith disabilities. Where necessary, parts of the workplace, including in particular doors, passageways,stairs, showers, washbasins, lavatories and workstations, should be made accessible for disabled people.

What is employee welfare? Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration, which helps the organization to achieve its goals. 34

What are the statutory welfare measures in laborwelfare?

Improve

LaborWelfare: Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. The welfare measures need not be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families.Labor welfare entails all those activities of employer, which are directed towards providing the employees with certain facilities and services in addition to wages or salaries.

Labor welfare has the following objectives: 1. To provide better life and health to the workers. 2. To make the workers happy and satisfied. 3. To relieve workers from industrial fatigue and to improve intellectual, cultural and material conditions of living of the workers.

The basic features of labor welfare measures are as follows:

1. Labor welfare includes various facilities, services and amenities provided to workers for improving their health, efficiency, economic betterment and social status. 35

2. Welfare measures are in addition to regular wages and other economic benefits available to workers due to legal provisions and collective bargaining

3. Labor welfare schemes are flexible and ever-changing. New welfare measures are added to the existing ones from time to time.

4. Welfare measures may be introduced by the employers, government, employees or by any social or charitable agency.

5. The purpose of labor welfare is to bring about the development of the whole personality of the workers to make a better workforce. The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied labor force for the organization. The purpose of providing such facilities is to make their work life better and also to raise their standard of living.

The important benefits of welfare measures can be summarized as follows:

They provide better physical and mental health to workers and thus promote a healthy work environment· Facilities like housing schemes, medical benefits, and education and recreation facilities for workers' families help in raising their standards of living. This makes workers to pay 36

more attention towards work and thus increases their productivity.

Employers get stable labor force by providing welfare facilities. Workers take active interest in their jobs and work with a feeling of involvement and participation.

Employee welfare measures increase the productivity of organization and promote healthy industrial relations thereby maintaining industrial peace. The social evils prevalent among the labors such as substance abuse, etc. are reduced to a greater extent by the welfare policies. Organizations provide welfare facilities to their employees to keep their motivation levels high. The employee welfare schemes can be classified into two categories viz. statutory and nonstatutory welfare schemes. The statutory schemes are those schemes that are compulsory to provide by an organization as compliance to the laws governing employee health and safety. These include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act (safety, health and welfare) 1986, Mines Act 1962. The non-statutory schemes differ from organization to organization and from industry to industry.

STATUTORY WELFARE SCHEMES-The statutory welfare schemes include the following provisions:

1. Drinking Water: At all the working places safe hygienic drinking water should be provided. 37

2. Facilities for sitting: In every organization, especially factories, suitable seating arrangements are to be provided.

3. First aid appliances: First aid appliances are to be provided and should be readily assessable so that in case of any minor accident initial medication can be provided to the needed employee.

4. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in the office and factory premises and are also to be maintained in a neat and clean condition.

5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide hygienic and nutritious food to the employees.

6. Spittoons: In every work place, such as ware houses, store places, in the dock area and office premises spittoons are to be provided in convenient places and same are to be maintained in a hygienic condition.

7. Lighting: Proper and sufficient lights are to be provided for employees so that they can work safely during the night shifts.

38

8. Washing places: Adequate washing places such as bathrooms, wash basins with tap and tap on the stand pipe are provided in the port area in the vicinity of the work places.

9. Changing rooms: Adequate changing rooms are to be provided for workers to change their cloth in the factory area and office premises. Adequate lockers are also provided to the workers to keep their clothes and belongings.

10. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of water supply, wash basins, toilets, bathrooms etc.

Occupational safety and health

Occupational safety and health (OSH) is a cross-disciplinary area concerned with protecting the safety, health and welfare of people engaged in work or employment. The goal of occupational safety and health programs is to foster a safe and healthy work environment. As secondary effects, OSH may also protect co-workers, family members, employers, customers, suppliers, nearby communities, and other members of the public who are impacted by the workplace environment as well as reduce medical care, sick leave and disability benefit costs. OSH may involve interactions among many subject areas

39

Definition Since 1950, the International Labor Organization (ILO) and the World Health Organization (WHO) have shared a common definition of occupational health. It was adopted by the Joint ILO/WHO Committee on Occupational Health at its first session in 1950 and revised at its twelfth session in 1995.

The definition reads:

"Occupational health should aim at: the promotion and maintenance of the highest degree of physical, mental and social well-being of workers in all occupations; the prevention amongst workers of departures from health caused by their working conditions; the protection of workers in their employment from risks resulting from factors adverse to health; the placing and maintenance of the worker in an occupational environment adapted to his physiological and psychological capabilities; and, to summarize, the adaptation of work to man and of each man to his job. The main focus in occupational health is on three different objectives: 

the maintenance and promotion of workers’ health and working capacity



the improvement of working environment and work to become conducive to safety and health and

40



Development of work organizations and working cultures in a direction which supportshealth and safety at work and in doing so also promotes a positive social climate and smooth operation and may enhance productivity of the undertakings.

The concept of working culture is intended in this context to mean a reflection of the essentialvalue systems adopted by the undertaking concerned. Such a culture is reflected in practice in the managerial systems, personnel policy, principles for participation, training policies andquality management of the undertaking.

Reasons for Occupational health and safety Moral: Duty of reasonable care; unacceptability of putting health and safety of people at risk; society’s attitude to moral obligations; making the moral case to senior management

Legal: The preventive (enforcement), punitive (through criminal sanctions), and compensatory effects of law.

Economic 41

Direct and indirect costs associated with incidents and/or unhealthy workplaces and their impact on the organization(includes insured and un-insured costs)

Occupational Health and Safety Management Systems International The International Labour Organization (ILO): published a standard in 2001 titled ILO-OSH 2001, which is similar to OHSAS 18001. The system is based on five steps Policy, Organizing, Planning & Implementation, Evaluation, and Action for improvement. This is supported byauditing with an emphasis on continuous improvement. The ILO management system was created to assist employers to keep pace with rapidly shifting and competitive industrial environments. The ILO recognizes that national legislation is essential, but sometimes 42

insufficient on its own to address the challenges faced by industry, and therefore elected to ensure free and open distribution of administrative tools in the form of occupational health and safety management system guidance for everyone. This open access forum is intended to provide the tools for industry to create safe and healthy working environments and foster positive safety cultures within the organizations.OHSAS 18000 is an international occupational health and safety management system specification. It comprises two parts, 18001 and 18002 and embraces a number of other publications. OHSAS 18000 is the internationally recognized assessment specification for occupational health and safety management systems. It was developed by a selection of leading trade bodies, international standards and certification bodies to address a gap where no third-party certifiable international standard exists. This internationally recognized specification for occupational health and safety management system operates on the basis of policy, planning, implementation and operation, checking and corrective action, management review, and continual improvement.

The British Standards - Occupational Health and Safety management Systems Requirements Standard BS OHSAS 18001 was developed within the framework of the ISO standards series. Allowing it to integrate better into the larger system of ISO certifications. ISO 9001 Quality Management Systems and ISO 14001 Environmental Management System can work in tandem with BS OHSAS 18001/18002 to complement each other and form a better overall system. Each component of the system is specific, auditable, and accreditable by a third party after review.

Also Standards Australia and the French 43

''Association Francise de Normalization (ANFOR'') have developed occupational safety and health management standards.

National implementing legislation

Different states take different approaches to legislation, regulation, and enforcement. Also economic incentives for compliance to rules and general good occupational safety and health practice vary among nations. In the EU, for example, some member states promote OSH by providing public monies as subsidies, grants or financing, while others have created tax system incentives for OSH investments. A third group of EU member states has experimented with using workplace accident insurance premium discounts for companies or organizations with strong OSH records.

44

The number of OSH personnel used to ensure compliance to OSH rules varies markedly between countries.

45

Identifying Safety and Health Hazards

Hazards, risks, outcomes The terminology used in OSH varies between countries, but generally speaking: 

A hazard is something that can cause harm if not controlled.



The outcome is the harm that results from an uncontrolled hazard.



A risk is a combination of the probability that a particular outcome will occur and the severity of the harm involved.

“Hazard”, “risk”, and “outcome” are used in other fields to describe e.g. environmental damage, or damage to equipment. However, in the context of OSH, “harm” generally describes the direct or indirect degradation, temporary or permanent, of the physical, mental, or social well-being of workers. For example, repetitively carrying out manual handling of heavy objects is a hazard. The outcome could be a musculoskeletal disorder (MSD) or an acute back or joint injury. The risk can be expressed numerically (e.g. a 0.5 or 50/50 chance of the outcome occurring during a year), in relative terms (e.g. "high/medium/low"), or with a multi-dimensional classification scheme (e.g. situation-specific risks).

46

Hazard Assessment

Hazard analysis or hazard assessment is a process in which individual hazards of the workplace are identified, assessed and controlled/eliminated as close to source (location of the hazard) as reasonable and possible. As technology, resources, social expectation or regulatory requirements change, hazard analysis focuses controls more closely toward the source of the hazard. Thus hazard control is a dynamic program of prevention. Hazard-based programs also have the advantage of not assigning or implying there are "acceptable risks" in the workplace. A hazard-based program may not be able to eliminate all risks, but neither does it accept "satisfactory" -- but still risky—outcomes. And as those who calculate and manage the risk are usually managers while those exposed to the risks are a different group, workers, a hazard-based approach can by-pass conflict inherent in a risk-based approach.

Risk assessment Modern occupational safety and health legislation usually demands that a risk assessment be carried out prior to making an intervention. It should be kept in mind that risk management requires risk to be managed to a level which is as low as is reasonably practical.

47

This assessment should: 

Identify all affected by the hazard and how



Evaluate the risk



Identify and prioritize appropriate control measures

The calculation of risk is based on the likelihood or probability of the harm being realized and the severity of the consequences. This can be expressed mathematically as a quantitative assessment (by assigning low, medium and high likelihood and severity with integers and multiplying them to obtain a risk factor), or qualitatively as a description of the circumstances by which the harm could arise. The assessment should be recorded and reviewed periodically and whenever there is a significant change to work practices. The assessment should include practical recommendations to control the risk. Once recommended controls are implemented, the risk should be re-calculated to determine of it has been lowered to an acceptable level. Generally speaking, newly introduced controls should lower risk by one level, i.e., from high to medium or from medium to low.

Common workplace hazard groups

48

Mechanical hazards include: By type of agent: 

Collisions



Falls from height



Struck by objects



Confined space



Slips and trips



Falling on a pointed object



Compressed air/high pressure fluids (such as cutting fluid)



Entanglement



Equipment-related injury

By type of damage:



Crushing 49



Cutting



Friction and abrasion



Shearing



Stabbing and puncture

Other physical hazards: 

Noise



Vibration



Lighting



Barotrauma (hypobaric/hyperbaric pressure)



Ionizing radiation



Electricity



Asphyxiation



Cold stress (hypothermia)

50



Heat stress (hyperthermia)



Dehydration (due to sweating)

Biological hazards include: 

Bacteria



Virus



Fungi



Mold



Blood-borne pathogens



Tuberculosis

Canadian Classification

In Canada, Hazards are typically categorized into one of six groups:

1. Safety (moving machinery, working at heights, slippery surfaces, mobile equipment, etc.) 2. Ergonomic (material handling, environment, work organization, etc.) 3. Chemical Agents 51

4.

Biological Agents

5. Physical Agents(noise, lighting, radiation, etc.) 6.

Psychosocial (stress, violence, etc.)

Future developments

Occupational health and safety has come a long way from its beginnings in the heavy industry sector. It now has an impact on every worker, in every work place, and those charged with managing health and safety are having more and more tasks added to their portfolio. The most significant responsibility is environmental protection. The skills required to manage occupational health and safety are compatible with environmental protection, which is why these responsibilities are so often bolted onto the workplace health and safety professional. 52

Healthy city

On an international scale, the World Health Organization (WHO) and the International Labor Organization (ILO) have begun focusing attention on the labor environments in developing nations with projects such as Healthy Cities. This focus is well-placed, as many developing countries are caught in a trap. They have fewer resources to invest in OSH, yet because of this, they must also suffer from increased costs of work-related illnesses and accidents. A 2007 Factsheet from the European Agency for Safety and Health at Work states: “Countries with less developed OSH systems spend a far higher percentage of GDP on workrelated injury and illness — taking resources away from more productive activities.TheILO estimates that work-related illness and accidents cost up to 10 % of GDP in Latin America, compared with just 2.6 % to 3.8 % in the EU.”

Future Risks Nanotechnology Nanotechnology is another example of a new technology with few studies available that access the risks to human health. A Swiss survey of one hundred thirty eight companies using or producing nanoparticulatematter in 2006, resulted in forty completed questionnaires. Sixty five per cent of respondent companies stated they did not have a formal risk assessment process for dealing with nanoparticulate matter. Nanotechnology in the near future presents unique challenges for occupational health and safety professionals to anticipate and control, this will 53

only become more difficult as nanostructures become more complex. The size of the particles renders most containment and personal protective equipment ineffective. The toxicology values for macro sized industrial substances are rendered inaccurate due to the unique nature of nanoparticulate matter. As nanoparticulate matter decreases in size its relative surface area increases dramatically, increasing any catalytic effect or chemical reactivity substantially versus the known value for the macro substance. This presents a new set of challenges in the near future to rethink contemporary measures to safeguard the health and welfare of employees against a nanoparticulate substance that most conventional controls were not designed to manage.

Relationship to occupational health psychology

Occupational health psychology (OHP), a related discipline, is a relatively new field that combines elements of occupational health and safety, industrial/organizational psychology, and health psychology. The field is concerned with identifying work-related psychosocial factors that adversely affect the health of people who work. OHP is also concerned with developing

54

ways to effect change in workplaces for the purpose of improving the health of people who work. For more detail on OHP, see the section on occupational health psychology.

Government organizations 

Canadian Centre for Occupational Health and Safety (Canada)



Congressional Office of Compliance (US)



European Agency for Safety and Health at Work (EU)



Safe Work Australia (Australia)



Health and Safety Executive (UK)



Health for Work Advice line for small businesses (UK)



Information Center of Occupational Safety and Health (Israel)



Institute of Occupational Safety and Health [1]



International LaborOrganization (United Nations)



KOSHA:Korea Occupational Safety and Health Agency (South Korea)



National Institute for Occupational Safety and Health (US)



National Institute of Occupational Health (India) 55



National Institute of Occupational Health (Norway)



National Institute of Occupational Safety and Health (NIOSH Malaysia) (Malaysia)



NIOSH Certification SdnBhd (NIOSH Malaysia Subsidiary)



National Institute of Occupational Safety and Health (Sri Lanka)



Occupational Safety and Health Administration (US)



Safe Work Australia (Australia)



Work Safe BC formerly Workers' Compensation Board of BC (WCB) (British Columbia, Canada)



Workplace Safety & Health Council (Singapore)



Workplace Safety & Insurance Board (Ontario, Canada)



WorkSafe Victoria, Australia



Workplace Safety & Health Council, Singapore

56

Laws 

Health and Safety at Work Act (UK)



Indonesian Act No.1/1970 about Occupational Safety at Work 1970 (Indonesia)



Occupational Safety and Health Act (US)



Occupational Health and Safety Act 1991 (Australia)



Occupational Safety and Health Act 1994 (Malaysia)



Timeline of major U.S. environmental and occupational health regulation



Workplace Safety and Health Act (Singapore)

Lawsuits 

Castillo v. Case Farms of Ohio

Related fields 57



Construction safety



Environmental Health



Environment, Health and Safety



Epidemiology



Ergonomics, Participatory Ergonomics



Hazard analysis



Hazard prevention



Hazop



Industrial hygiene



Industrial engineering



Infection control



Mine safety



Occupational health psychology



Process Safety Management



Psychology

58



Public health



Safety engineering



Toxicology

Workplace environmental standards 

ISO 8518



ISO 8672



ISO 8760 - ISO 8762

59



ISO 9486 - ISO 9487



ISO 11041



ISO 11174



ISO 14001



ISO 15202



ISO 15767



ISO 16107



ISO 16200



ISO 16702



ISO 16740



ISO 17733 - ISO 17734



ISO 17737



ISO 20552



MS 1722 (Malaysia Standard)

60

Employers' health and safety responsibilities

Employers have responsibilities for the health and safety of their employees. They are also responsible for any visitors to their premises such as customers, suppliers and the general public. Find out more about your employer's duty of care.

The Health and Safety at Work Act

The Health and Safety at Work Act 1974 is the primary piece of legislation covering workrelated health and safety in the United Kingdom. It sets out a lot of your employer’s responsibilities for your health and safety at work.

The Health and Safety Executive is responsible for enforcing health and safety at work.

Risk assessments

Your employer has a 'duty of care' to look after, as far as possible, your health, safety and welfare while you are at work. They should start with a risk assessment to spot possible health and safety hazards. They have to appoint a 'competent person' with health and safety responsibilities. This is 61

usually one of the owners in smaller firms, or a member of staff trained in health and safety in larger businesses.

Businesses employing five or more people

For businesses employing five or more people, there must also be: 

an official record of what the assessment finds (your employer has to put plans in place to deal with the risks)



a formal health and safety policy, including arrangements to protect your health and safety (you should be told what these are)

The employer's duty of care in practice

All employers, whatever the size of the business, must:



make the workplace safe



prevent risks to health



ensure that plant and machinery is safe to use, and that safe working practices are set up



make sure that all materials are handled, stored and used safely



provide adequate first aid facilities

62



tell you about any potential hazards from the work you do, chemicals and substances used by the firm, and give you information, training and supervision as needed



set up emergency plans



make sure that ventilation, temperature, lighting, and toilet, washing and rest facilities all meet health, safety and welfare requirements



check that the right work equipment is provided and is properly used and regularly maintained



prevent or control exposure to substances that may damage your health



take precautions against the risks caused by flammable or explosive hazards, electrical equipment, noise and radiation



avoid potentially dangerous work involving manual handling and if it can't be avoided, take precautions to reduce the risk of injury



provide health supervision as needed



provide protective clothing or equipment free of charge if risks can't be removed or adequately controlled by any other means



ensure that the right warning signs are provided and looked after



report certain accidents, injuries, diseases and dangerous occurrences to either the Health and Safety Executive (HSE) or the local authority, depending on the type of business

Making the workplace safe and healthy 63

So that the work premises provide a safe and healthy place to work, your employer should: 

make sure that workplaces are properly ventilated, with clean and fresh air



keep temperatures at a comfortable level - a minimum of 13 degrees C where the work involves physical activity or 16 degrees C for 'sedentary' workplaces e.g. offices but there's no maximum limit



light premises so that employees can work and move about safely



keep the workplace and equipment clean



ensure that workrooms are big enough to allow easy movement with at least 11 cubic meters per person



provide workstations to suit the employees and the work



keep the workplace and equipment in good working order



make floors, walkways, stairs, roadways etc safe to use



protect people from falling from height or into dangerous substances



store things so they are unlikely to fall and cause injuries



fit open able windows, doors and gates with safety devices if needed



provide suitable washing facilities and clean drinking water



if necessary, provide somewhere for employees to get changed and to store their own clothes



set aside areas for rest breaks and to eat meals, including suitable facilities for pregnant women and nursing mothers. Let employees take appropriate rest breaks and their correct

64

holiday entitlement make sure that employees who work alone, or off-site, can do so safely and healthily

Limitations 

The analysis and findings of the sample are representative of the population and may not be altogether accurate as we have not been able to collect the data of all the employees who have left the Company (due to loss of data due to teething problems of the on-line system, some of the forms being misplaced etc).



It is also possible that employees may not give their actual viewpoint as they may not wish to burn bridges as they leave. Most of the companies conduct an antecedent check and the employees may fear retribution in case they give a negative feedback. It has also been observed that employees may discuss their views off the record but do not wish to put the same in writing.

65

CHAPTER-V IMPORTANCE OF THE STUDY

66

IMPORTANCE OF THE STUDY

  To

meet challenging demand of the business environment, focus of the hr

policies is on change of the employees ‘mind set’.

  Re- engineering and re- deployment for maximizing utilization of HR potential.   To build an upgrade competency through virtual learning , opportunities growth and providing challenges in the job.

  Re- strengthening mutual faith , trust and respect.   Including a spirit of learning and enjoying the challenges.   Developing

the human resources through virtual learning , providing

opportunities for growth , inculcating involvement and exposure to benchmarking in performance.

  The

work involved in formulating policies requires that the management give

deep thought to the basic needs of both the organization and the employees.

67

CHAPTER-VI RESEARCH METHODOLOGY 68

RESEARCH METHODOLOGY Research Methodology is a systematic of discovering new facts or verifying old their Sequence, inter-relationship, casual explanation and the natural laws which govern them. Research Methodology is original contribution to the existing knowledge making for its advancement. It is the purist of truth with the help of study. Observation, comparison and experiment. In short also covers the systematic method of finding solution to a problem in research. It also covers the systematic approach concerning generalization and the foundation of the theory. Different stages involved in research consists of enacting the problem, formulating a hypothesis, collecting the facts or data, analyzing the facts and reaching certain conclusion either in the form of solution towards the concerned problem or in generalization for some theoretical formulation. In Research Methodology mainly data plays an important role.

69

RESEARCH APPROACH The term research is defined as the systemic methods consisting of identification of problem, formulating a hypothesis, collection the facts or data analysis of facts & reaching certain conclusion either in the form of solutions towards the concerned problems or in certain generalization for some theoretical formulation. It may also be defined as systematic design, collection, and analysis & reporting of data & findings with respect to a particular market situation facing a company. The purpose of research is to discover answers to questions through the application of scientific procedures. The main aim of research is to unravel the truth which is hidden and which has not been discovered as yet. Research means search for knowledge. Increased account of research makes progress possible. Research has its special significance in solving the various operational & planning problems of business & marketing. Logical and systematized applications of the fundamental of science to the general and overall question of a study, and scientific techniques which provide precise tools, specific procedure and

70

technical, rather than philosophical means for getting and ordering the data prior to their logical and manipulation.

TYPES OF RESEARCH  Applied Research It is undertaken with the aim of uncovering data to solve an existing problem the driving force of this research is finding solution to a problem. Applied research aims at application of science to a singular situation The researcher has used the following research approach.

1. Problem oriented research – It is concerned with a class of issues or problems in which several firms may be interested. Research of these type is usually concerned with a conceptual as aspects but a oriented towards applied problems 2. Descriptive research – A descriptive study may be simple or complex. It determines how, what, when, where and how of a topic. It is concern with describing the characteristic

71

3. Exploratory Research– When the purpose of research is to gain familiarity with a phenomenon or acquire new insights into it in order to format a more precise problem or develop hypothesis, exploratory studies come in handy. 4. Experimental Research – Although it is primarily possible in areas of physical sciences with happens to be too general or to specific a hypothesis cannot be formulated.

5. Therefore a need for an exploratory research is felt to gain experience that will be helpful is formulating relevant hypothesis for more definite investigation The following are the three approaches to the exploratory studies (i)

Survey of Literature

(ii)

Experience survey

(iii)

Case study

Help of hypothesis may also be carried out a social science if such research enables us to quantify the findings, to apply the statistical and mathematically tools and to measure the results thus quantified. It is also classified under conclusive research

72

5. Quantitative versus Qualitative – Qualitative research is based on measurement quantity or amount. It is applicable to phenomenon that can be expressed in term of quantity. Qualitative research, on the other hand is concerned with qualitative phenomenon that is phenomenon related to or involving quality or kind. For instance, when we are interested in investigating the reasons for human behavior (i.e. why people think or do certain things), we quite often talks of motivation research as an important type of qualitative research .other techniques of such research are word association test, story completion and similar other projective technique

6. Conceptual versus Empirical - It is related to some abstract ideas or theory. It is generally use by philosophers and thinkers to develop new concepts or to re interpret existing ones. On the other hand, empirical research relies on observation alone, often without due regards for system and theory. It is data based research.

73

RESEARCH DESIGN 1. Problem Definition 2. Research Plan 

Sampling plan.



Data Collection Methods.



Field Work.



Analysis & Interpretation.

Research Design is the first step in the research process. A research design is purely and simply the framework or plan for the study that guides the collection and analysis of data. It is the blue print that is followed in completing the study. It is a basic framework, which provides guidelines for the rest of research process by specifying the methods for data collection and data analysis.

74

The research project carried out is Exploratory in nature. Exploratory research is taken in order to obtain the proper definition of problem at hand.

Research design is divided into the following parts:

1. FORMULATION OF RESEARCH PROBLEM The formulation of problem is done after deciding the nature of research design. It is the first & foremost step in any research process is the definition of the problem chosen for investigation in a clear and concise manner.

2.DEVELOPING THE RESEARCH PLAN After formulating the research problem an efficient prepared so that it yields the desired results with minimal expenditure of effort, time & money. The information needed in the project could only be provided by companies.

75

SAMPLING METHOD AND SAMPLE SAMPLING PLAN All the items under the consideration in any field of enquiry constitute a universe or population. The unit selected from the population constitutes the research sample. For the purpose of present study the sample was selected through simple random sampling (lottery method) .The respondents were then contacted for the collection of responses. For the collection of primary data the researcher has used questionnaire as a tool, the collected data was than tabulated and analyzed with the help of the percentage method and Ms Excel package. This is then presented and interpreted to drive findings and recommend suggestions.

DATA, ITS TYPE AND COLLECTION

76

Primary data can be collected in various ways: through observation, focused group, surveys, behavioral data, and experiments. During this research data have been collected using survey method. Survey method is best suited for descriptive research. Companies undertake surveys to learn about people’s knowledge, beliefs, preferences, and satisfaction, and to measure these magnitudes in the general population.

DATA COLLECTION There are two important sources of collection of data:  Census data  Sample data

The Data is divided into 2 parts:

a. Primary Data

77

b. Secondary Data

Primary Data is the data, which is collected directly by direct personal interview, indirect oral investigation, information received through local agents drafting a schedule, drafting a questionnaire.

METHOD FOR COLLECTING PRIMARY DATA  Questionnaire  Interviews  Telephone  Observation method 

Schedules

Secondary Data is the data, which is collected from the various books, magazine and Material,reports etc. The data which is stored in the organization and provide by the HR people

78

are also secondary data. The various information is taken out regarding that Subject as well other subject from various sources and stored.

METHOD FOR COLLECTING SECONDRY DATA  Internal secondary data  External secondary data

METHOD RESEACHER USED An empirical study has been undertaken to understand and study of health safety and welfare measure in Tata. Secondary data was collected for the project report.

PRIMARY DATA: First-hand information was collected by personally visiting the Hyundai ElectronicsInformation regarding the Health safety and welfare measures in Tata through personal discussion with

79

personnel of Tata. Questionnaire was administered and based on the analysis of those questionnaires the research has been carried forward 100 employees. METHODOLGY FOR COLLECTING THE DATA

Defining the problem: Health and safety measure are very crucial part of organization not only for employees but also for labors. Planning the sample: The total population i.e. some of the executives, managers, and some people from the middle lower level management was the sample of the research study.

Sampling Technique: Simple random sampling technique was used in order to get the data. To facilitate easy availability of the data, respondents were the executives of the top management and of various other divisions were approached.

Tools of Data collection: The tools of collecting data included questionnaires, interviews and personal observation

80

STATISTICAL TOOLS 

Excel package



Data is tabulated than analyzed with the help of percentage method(% method)



Pie diagram is used

CHAPTER VII 81

DATA ANALYSIS

DATA ANALYSIS Graph 1. Are you satisfied with the health and safety measures in Tata?

RESPONSE

FREQUENCY

PERCENTAGE%

Yes

35

70

No

10

20

No Response

5

10

TOTAL

50

100

82

80 70 60 50 Series 1

40

Series 2 Series 3

30 20 10 0 Yes

No

No Response

INTERPRETATION- The result shows that 70% employees satisfied the working conditions of the organization and 20% are not satisfied and another 10% not respond to the question.

Null Hypothesis (H0) – you are not satisfied with the health and safety measures in the organization. Alternate Hypothesis (H1) - you are satisfied with the health and safety measures in the organization 70% of 50= 35 No = 20% 20% of 50 = 10 83

No Response=5% 10% of 50=5 Basis Yes No No response Total

Observed Frequency (Oi) 35 10 5

Expected Frequency(Ei ) 50 50 50

Degree of freedom = n-1 = 3-1 =2 Level of significance = 5%

As per chi-square table

77 (calculated value)> 5.991(table value)

Result – null hypothesis will be rejected

84

Oi-Ei

(Oi-Ei)2

(Oi-Ei)2/Ei

-15 -40 -45

225 1600 2025

4.5 32 40.5 77

Graph2.Does your organization communicating the effective health and safety measure in the organization?

RESPONSE

FREQUENCY

PERCENTAGE%

Yes

35

70

No

10

20

No Response

5

10

TOTAL

50

100

85

80 70 60 50 Series 1

40

Series 2 Series 3

30 20 10 0 Yes

No

NoResponse

INTERPRETATION- the Result shows that 70% employees tell the organization provide healthy measures and 20% are said not provide and 10% no response.

Null Hypothesis (H0) – your organization does not provide any healthy measure. Alternate Hypothesis (H1). Your organization does not provide any healthy measure Yes = 70% 70% of 50= 35 No = 20%

86

20% of 50 = 10 No Response=5% 10% of 50=5 Basis Yes No No response Total

Observed Frequency (Oi) 35 10 5

Expected Frequency(Ei ) 50 50 50

Oi-Ei

(Oi-Ei)2

(Oi-Ei)2/Ei

-15 -40 -45

225 1600 2025

4.5 32 40.5 77

Degree of freedom = n-1 = 3-1 =2 Level of significance = 5% As per chi-square table 77 (calculated value)> 5.991(table value)

Result – null hypothesis will be rejected

Graph3.Do you find the working environment of your organization hygienic and healthy? RESPONSE

FREQUENCY

PERCENTAGE%

87

Yes

30

60

No

10

20

No Response

10

20

TOTAL

50

100

70 60 50 40

Series 1 Series 2

30

Series 3

20 10 0 Yes

No

No Response

INTERPRETATION- The result shows that 60% employees the working environment of the organization hygienic and healthy and 20% said not provide and 20% not response. Null Hypothesis (H0) – you do not find the working environment of your organization hygienic 88

and healthy. Alternate Hypothesis (H1) you find the working environment of your organization hygienic and healthy. Yes = 70% 60% of 50= 30 No = 20% 20% of 50 = 10 No Response=20% 20% of 50=10 Basis Observed Frequency (Oi) Yes 30 No 10 No response 10 Total

Expected Frequency(Ei ) 50 50 50

Oi-Ei

(Oi-Ei)2

(Oi-Ei)2/Ei

-20 -40 -40

400 1600 1600

8 32 32 72

Degree of freedom = n-1 = 3-1 =2 Level of significance = 5%

As per chi-square table 72 (calculated value)> 5.991(table value) Result – null hypothesis will be rejected Graph4.Do welfare activities have impact on the stability of the employees?

89

RESPONSE

FREQUENCY

PERCENTAGE%

Yes

40

80

No

5

10

No Response

5

10

TOTAL

50

100

90 80 70 60 50

Series 1 Series 2

40

Series 3

30 20 10 0 Yes

No

No Response

INTERPRETATION- The result shows that welfareactivities are impact on the stability of the employees and 80% employees are agreed and 10% are not agreed and another 10% not respond. 90

Null Hypothesis (H0) – your organization does not provide any facility for further education which will help to explore growth opportunities. Alternate Hypothesis (H1) your organization provides any facility for further education which will help to explore growth opportunities. Yes = 80% 70% of 50= 40 No = 10% 20% of 50 = 5 No Response=10% 10% of 50=5 Basis Yes No No response Total

Observed Frequency (Oi) 40 10 10

Expected Frequency(Ei ) 50 50 50

Oi-Ei

(Oi-Ei)2

(Oi-Ei)2/Ei

-10 -40 -40

100 1600 1600

20 32 32 84

Degree of freedom = n-1 = 3-1 =2 Level of significance = 5% As per chi-square table 84 (calculated value)> 5.991(table value) Result – null hypothesis will be rejected Graph5.Are you aware about the welfare facilities provided in the organization?

91

RESPONSE

FREQUENCY

PERCENTAGE%

Yes

33

66

No

12

24

No Response

5

10

TOTAL

50

100

70 60 50 40

Series 1 Series 2

30

Series 3

20 10 0 Yes

No

No Response

92

INTERPRETATION- The Result shows that 66% employees are aware about the welfare facilities provided in the organization and 24% said are not provide and 10% no response.

Null Hypothesis (H0) – you are not aware about the welfare facilities provided in the organization. Alternate Hypothesis (H1) you are aware about the welfare facilities provided in the organization. Yes = 66% 66% of 50= 33 No = 24% 24% of 50 = 12 No Response=10% 10% of 50=5 Basis Yes No No response Total

Observed Frequency (Oi) 33 12 5

Expected Frequency(Ei ) 50 50 50

Degree of freedom = n-1 = 3-1 =2 Level of significance = 5% As per chi-square table 109.88 (calculated value)> 5.991(table value) Result – null hypothesis will be rejected 93

Oi-Ei

(Oi-Ei)2

(Oi-Ei)2/Ei

-17 -38 -45

289 1444 2025

5.78 28.88 40.5 109.88

Graph6.Does your organization have a separate welfare committee? RESPONSE

FREQUENCY

PERCENTAGE%

Yes

45

90

No

3

6

No Response

2

4

TOTAL

50

100

100 90 80 70 60 Series 1

50

Series 2

40

Series 3

30 20 10 0 Yes

No

No Response

94

INTERPRETATION- the Result shows that 90% employees tell that there organization have a separate welfare committee and 6% said not and 4% are no response.

Null Hypothesis (H0) your does not organization have a separate welfare committee. Alternate Hypothesis (H1) your organization have a separate welfare committee Yes = 90% 90% of 50= 45 No = 6% 6% of 50 = 3 No Response=4% 10% of 50=2 Basis Yes No No response Total

Observed Frequency (Oi) 45 3 2

Expected Frequency(Ei ) 50 50 50

Degree of freedom = n-1 = 3-1 =2 Level of significance = 5% As per chi-square table 90.77(calculated value)> 5.991value)

Result – null hypothesis will be rejected

95

Oi-Ei

(Oi-Ei)2

(Oi-Ei)2/Ei

-5 -47 -48

25 2209 2304

0.5 44.19 46.08 90.77

Graph7.Are you aware about the quality of the food which served to you? RESPONSE

FREQUENCY

PERCENTAGE%

Yes

33

66

No

7

14

No Response

10

20

TOTAL

50

100

70 60 50 40

Series 1 Series 2

30

Series 3

20 10 0 Yes

No

No Response

96

INTERPRETATION- the Result shows that 66% employees aware about the quality of food which served to them. And 14% are not aware and 20% are not response.

Null Hypothesis (H0) – you are not aware about the quality of the food which served to you. Alternate Hypothesis (H1) you are aware about the quality of the food which served to you Yes = 66% 66% of 50= 33 No = 14% 14% of 50 = 7 No Response=20% 20% of 50=10 Basis Observed Frequency (Oi) Yes 33 No 14 No response 10 Total

Expected Frequency(Ei ) 50 50 50

Degree of freedom = n-1 = 3-1 =2 Level of significance = 5% As per chi-square table 89.92 (calculated value)> 5.991(table value)

Result – null hypothesis will be rejected

97

Oi-Ei

(Oi-Ei)2

(Oi-Ei)2/Ei

-17 -36 -40

289 1296 1600

5.78 25.92 32 89.92

Graph8.Does your organization conducts any health and safety activities in the organization? RESPONSE

FREQUENCY

PERCENTAGE%

YES

30

60

NO

15

30

No Response

5

10

TOTAL

50

100

70 60 50 40

Series 1 Series 2

30

Series 4

20 10 0 Yes

No

No Response

98

INTERPRETATION-the Result Shows that 60% of the employees are satisfied activities conducted by the organization. 30% are not satisfied 10% are not response.

Null Hypothesis (H0) – you are not aware about the safety activities provided in the organization. Alternate Hypothesis (H1) you are aware about the safety activities provided in the organization. Yes = 60% 60% of 50= 30 No = 30% 30% of 50 = 15 No Response=10% 10% of 50=5 Basis Yes No No response Total

Observed Frequency (Oi) 30 15 5

Expected Frequency(Ei ) 50 50 50

Degree of freedom = n-1 = 3-1 =2 Level of significance = 5% As per chi-square table 73 (calculated value)> 5.991(table value) Result – null hypothesis will be rejected

99

Oi-Ei

(Oi-Ei)2

(Oi-Ei)2/Ei

-20 -35 -45

400 1225 2025

8 24.5 40.5 73

Graph9.Does your organization provides accommodation facilities to the employees? RESPONSE

FREQUENCY

PERCENTAGE%

Yes

35

70

No

10

20

No Response

5

10

TOTAL

50

100

80 70 60 50 Series 1

40

Series 2 Series 3

30 20 10 0 Yes

No

No Response

INTERPRETATION-The Result shows that 70% of the employees are provided accommodation facilities by the organizations and 20% are not provided. 10% no response. 100

Null Hypothesis (H0) – your organization does not provide accommodation facilities to the employees. Alternate Hypothesis (H1) your organization provides accommodation facilities to the employeesyes = 70% 70% of 50= 35 No = 20% 20% of 50 = 5 No Response=10% 10% of 50=5 Basis Yes No No response Total

Observed Frequency (Oi) 35 5 10

Expected Frequency(Ei ) 50 50 50

Oi-Ei

(Oi-Ei)2

(Oi-Ei)2/Ei

-15 -45 -40

225 2025 1600

4.5 40.5 32 72.5

Degree of freedom = n-1 = 3-1 =2 Level of significance = 5% As per chi-square table 72.5 (calculated value)> 5.991(table value) Result – null hypothesis will be rejected Graph10.Does your organizations have a flexible time schedule to work?

101

RESPONSE

FREQUENCY

PERCENTAGE%

Yes

40

80

No

5

10

No Response

5

10

TOTAL

50

100

90 80 70 60 50

Series 1 Series 2

40

Series 3

30 20 10 0 Yes

No

No Response

102

INTERPRETATION-the Result shows that 80% of the employees are provided a flexible time schedule to works and 10% are not satisfied 10% no response. Null Hypothesis (H0) – your organizations does not have a flexible time schedule to work Alternate Hypothesis (H1) your organizations does not have a flexible time schedule to work Yes = 66% 80% of 50= 40 No = 10% 10% of 50 = 5 No Response=10% 10% of 50=5 Basis Yes No No response Total

Observed Frequency (Oi) 40 5 5

Expected Frequency(Ei ) 50 50 50

Oi-Ei

(Oi-Ei)2

(Oi-Ei)2/Ei

-10 -45 -45

100 2025 2025

2 40.5 40.5 83

Degree of freedom = n-1 = 3-1 =2 Level of significance = 5% As per chi-square table 83 (calculated value)> 5.991(table value)

Result – null hypothesis will be rejected 103

CHAPTER-VIII RECOMMENDATIONS

104

RECOMMENDATIONS: 1) The company has to create the awareness for the workers regarding health and safety.

2) They have to provide effective arrangements to the workers for communicating their health

and safety matters.

3) It is better to provide frequent health and safety training, at least once in a year.

4) The company has to provide enough drinking water facility available at all the time.

5) The management has to take necessary steps to reduce the stress level of the workers.

6) Orientation programmes can be conducted to make the workers to feel that their work

environment is safe to work.

7) The maintenance department has to maintain the machines properly to reduce lead-time.

8) Proper training has to be given to the workers to avoid frequent accidents.

9) Meditation practices can be given to avoid electric shocks, finger injuries etc. due to lack of

concentration.

10) Safety committee has to be formed to monitor the health and safety issues. 105

11) The company has to conduct the regular inspections to ensure higher level of safety in the

workplace.

12) Cordial relationship has to be maintained between the management and the workers to

implement the health and safety policies and measures in a smooth manner.

106

CHAPTER-IX CONCLUSION

107

CONCLUSION

It is revealed from the study that, the health and safety measures adopted in Wheels India Ltd, Padi, Chennai are provided to the workers according to the provisions of the factories act. It reveals that the awareness of the workers about health and safety in the workplace is inadequate.

Also repeated accidents like electric shocks, finger injuries are occurred in the workplace. Suitable ideas were suggested to avoid those accidents and to improve the health and safety measures. The role of management in implementing health and safety in the organization is very effective. Most of the workers were satisfied with the health and safety measures adopted in the company. If the company implements effective disciplinary procedures; it will help the company to go with their policies and also to maintain health and safety in the organization.

108

CHAPTER-X ANNEXURE

109

BIBLIOGRAPHY

BOOKS H. John, “Human Resource Management” , Tata McGraw Hills, New York 2006

WEBSITES

www.hrmguide.com

www.tatagroup.com

www.humanresource.about.com

110

QUESTIONNAIRE 1.Areyou aware about the health and safety measure in company? Yes

No

2. Isorganization have effective arrangements for communicating health and safety Matters? Yes

No

3. The employees satisfied with the medical facility provided in tata?

Yes

No

4. Is the company facilitates proper health and safety training?

Yes

No

5. The company have drinking water facility? Yes

No

6. Is the employee feel the stress towards work? Yes

No

7. Is the company provide first aid activities and contents of the first aid kit? Yes

No 111

8. Is the working temperature is reasonable to work? Yes

No

9.Is the company provide enough space to work? Yes

No

10.Is the latrines and urinals are cleaned and maintained properly? Yes

No

11. Is the environment is safe to work? Yes

No

12. Is the enough training given to workers before handling the machines? Yes

No

13.Is the company provide the health checkup for workers? Yes

No

14.Does the accidents happened during working hour? Yes

No

15.Is the safety committee formed by organization? Yes

No

112

16. Is the safety inspections held in the company? Yes

No

17. Satisfactory level of workers towards health and safety measures Yes No

113